Prior employer restricting EPIC access for new job/employer

[pastudent]

Im looking for advice on handling a unique situation with a prior employer. I resigned 6 weeks into a PRN position  orientation at a large hospital system d/t a toxic work environment.  I started a new job with a company that is a contractor for the large hospital system. This role requires that I access that hospitals Epic system.  The large hospital system has revoked my access for not giving 4 weeks notice. This has essentially made it impossible for me to work at my new job. Multiple attempts to get me off their " do not rehire" list have been unsuccessful.  I do not want to be rehired- I only need access to their Epic.   Has anyone experienced this type of retaliation?  I've consulted with an attorney and I cant afford to go that route. 

[Aesopian]

It's good that you recognized a toxic workplace and chose not to participate. There are other opportunities out there for you, for sure.

[RN56123]

I have never heard of a job requiring 4 weeks notice! That is crazy. It sure sounds like retaliation to me, but again, crazy them. However, unfortunately, a hospital system can obviously control their EHR however they feel like. I would find a better job elsewhere far away from their network.

[NRSKarenRN, BSN, RN]

4 weeks notice for leaving nursing exempt salaried positions has been standard in Philly area for > 15 years.

[kp2016]

Blueskies said:

As a business owner who hires nurses, I hate it when a nurse leaves without giving 30 day's notice. I wish we could attach a note to their license! That said, here is my free advice:

 

You cannot be serious. Does your business guarantee nurses they will be paid the number of hours they were employed for or do you reserve the right to reduce hours if business is slow? Do you give nurses 30 days notice if you wish to terminate their employment?

I am beyond tired of the double standard. 

[Blueskies]

As a business owner who hires nurses, I hate it when a nurse leaves with giving 30 day's notice. I wish we could attach a note to their license! That said, here is my free advice:

A business does not want to seem like they are trying to financially damage an ex-employer. Juries do not like it when large companies hurt the little guy.

I suggest you talk to the people  who were successful in regaining their access. Did they hire an attorney? (Get a name) What was the argument they used that caused the change? Did it go to trial?

Going to the same attorney, you can ask them to write a letter asking for the desired results. A letter from an attorney carries a lot of weight and will only cost some hundreds of dollars instead of thousands. Good luck!

[pastudent]

After much consideration, and a consultation with an attorney - I decided to move on to another position. I appreciate all of the feedback from this site, it was helpful and realistic.  Thank you.

[NRSKarenRN, BSN, RN]

Thanks for your follow-up.  Thread sure to help our members understand one consequence of resigning without adequate notice.

Hoping a better position comes your way.

 

[mdsRN2005, ASN, BSN, RN]

pastudent said:

Yes, but right now all the clients are on Epic. If the company gets contracts  with other non- Epic hospitals then yes, I could do that.  

Sorry, my question may not have been clear.  Is it possible to work with your new employer on other epic accounts, just not your old company's?  Has your new employer reached out to epic for resolution? It would seem that epic could grant you a new account.  

[mdsRN2005, ASN, BSN, RN]

Blueskies said:

As a business owner who hires nurses, I hate it when a nurse leaves without giving 30 day's notice. I wish we could attach a note to their license! That said, here is my free advice:

 

FYI:  I understand your frustration, but a nursing license measures clinical competency.  Not HR related issues. Unless they have a direct clinical impact, such as an impaired nurse.  But many nurses who job hop and leave without sufficient notice (which I agree is unprofessional) are still clinically competent.  I personally think it would set an extremely dangerous precedent to allow employers jurisdiction over a nurse's license, especially for HR matters.